Dynamics Of Organizational Culture Research Articles

The Role of Emotional Intelligence in Transforming Organizational Culture Dynamics

Interest in emotional intelligence within structural settings has flowed as its role in determining operative workplace dynamics becomes progressively documented. This education explores the impact of expressive intelligence on structural culture dynamics, concentrating on variables such as leader emotional intelligence, organizational culture, team collaboration, and employee engagement. Data from 388 participants were examined through chi-square test, correlation analysis, square tests, and Cronbach’s α to measure the relationships and reliability of the measures. For statistical analysis in this study SPSS software were utilized. The findings reveal significant correlations, highlighting that higher emotional intelligence contributes to improved working efficiency and executive efficacy. This research underscores the standing of integrating emotional intelligence strategies into administrative performance to foster a positive work atmosphere and improve overall efficiency.

Budaya Organisasi dan Faktor-Faktor yang Membentuknya di Sekolah

This research aims to explore organizational culture and identify its shaping factors in the context of an educational environment. By adopting a case study approach, this research offers an in-depth analysis of the dynamics of organizational culture in a private educational institution in Medan. The research methodology relies on data triangulation through in-depth interviews, direct observation and document review. Thematic analysis was used to process the collected data, enabling a holistic understanding of the phenomenon under study. The research findings revealed that the concept of organizational culture in a school environment is a manifestation of a system of values, beliefs, and patterns of behavior that are collectively embraced by all elements of the school. This study successfully identified several main factors that play a role in the formation of the organizational culture, including: the leadership style of the principal, the individual characteristics of the teachers, the prevailing education policy, and the expectations of the parents. In conclusion, organizational culture in a school environment is formed through a complex interaction of various factors. A deep understanding of these factors can serve as a foundation for educational institutions in their efforts to manage and develop a conducive organizational culture. This in turn is expected to encourage the improvement of learning quality as well as the professional development of educators.

Estrategias para la Generación de Productos de Nuevo Conocimiento y de Apropiación Social del Conocimiento, En Seguridad y Salud en el Trabajo y Gestión Ambiental

Goal: This study aimed to conduct a thorough review of the scientific literature, meticulously identifying the diverse approaches, attributes, and logical schemes used to understand the intricate dynamics of organizational culture. Theoretical framework: The principles of meta-analysis were used for the bibliographic survey to contemplate all theories and theoretical fields contained in studies on organizational culture so that a faithful representation of its conceptual scope could be obtained. Method: The conceptual bibliographic method was used in its four stages: formulation of the problem, data collection in international scientific databases, analysis and organization of the data, and consequent generation of answers to the investigation's guiding questions. Results and discussion: The results indicated the existence of 27 distinct approaches, which can be organized into seven semantic groups. One hundred-two attributes were also found, which generated ten semantic groups. The logic found is that organizational culture manifests itself through sharing its members' mental content and configuring physical and extraphysical spaces. Implications of the research: These findings shed new light on organizational culture by characterizing it as an extraphysical phenomenon that manifests itself physically, confirming new theoretical fields about organizations, such as spiritual and interpsychic dimensions. Originality/Value: This study contributes to the understanding of organizational culture by showing that rites, myths, beliefs, values, and others are merely distinct forms of manifestation of a phenomenon that is intrinsically and extrinsically non-material.

Mengetahui Dinamika Budaya Di Tempat Kerja Yang Berkorelasi Dengan Interaksi Budaya Dalam Organisasi Yang Mempengaruhi Kenyamanan Lingkungan Kerja Serta Produktivitas Kerja Meninjau Dari Perspektif Fisik Dan Sosial

Activities that take place in an office environment are closely related to the role of a company's human resources (HR) department. Human resource management is very important in efforts to increase organizational effectiveness and productivity. One aspect that needs to be considered is how an employee's social culture affects their performance and their relationship with employees as well as their overall work productivity. The literature review approach is the author's method of researching relevant secondary data to support the claims made in this article. Collected research shows that cultural interactions between employee habits have a significant impact on individual and team performance as a whole. This includes various physical and social aspects, therefore it is important to know and be aware of the importance of this. The results of the survey also revealed that the majority of respondents, even 70%, admitted that their relationships with co-workers had a significant influence on work life satisfaction and happiness. The influence of these social habits affects the productivity and comfort of employees' office environments. Where this will provide an increase or decrease in employee performance. Therefore, we hope that this article can be a useful resource for various companies to understand the importance of the impact of employee habits on a pleasant work atmosphere and overall employee productivity. Realizing this will hopefully lead to more proactive strategic steps in creating a work environment that supports individual and team development and increases overall efficiency and productivity. The theme raised in the title of the article is "Knowing the dynamics of culture in the workplace which correlates with cultural interactions within the organization which influence the comfort of the work environment and work productivity from a physical and social perspective." In line with this, the title of this article highlights the importance of understanding the dynamics of organizational culture to create a work environment that encourages sustainable growth and productivity. Therefore, efforts to improve workplace comfort and employee productivity should be seen as a long-term investment in the success and sustainability of the company.

A STUDY ON LEARNING AND DEVELOPMENT TOWARDS EMPLOYEE ENGAGEMENT

This research investigates the correlation between learning and development initiatives and their impact on employee engagement - By scrutinizing the organization's training programs, skill enhancement efforts, and career development strategies, the study aims to unveil the mechanisms through which these activities foster employee engagement. - Employing a mixed-method approach comprising surveys, interviews, and organizational data analysis, the research seeks to capture diverse perspectives from employees and management. - Through the evaluation of employee satisfaction levels, performance metrics, and organizational culture dynamics, the study aims to discern the effectiveness of existing engagement programs and identify potential areas for enhancement - The findings of this investigation are expected to offer valuable insights and practical recommendations for optimizing employee engagement through strategic learning and development interventions tailored to the unique context - the research aims to contribute to the broader discourse on employee engagement and organizational effectiveness in the contemporary corporate landscape. Key words - Engagement Programs, Mixed-Method Approach, Employee Engagement, Performance Metrics, Management Perspectives, Strategic Interventions, Organizational Effectiveness.

Shifting Dynamics of Organizational Culture In Tourism Service Companies In The City Of Surakarta

The aim of this research is to review the dynamics of organizational culture in tourism service companies in the city of Surakarta and also explain the shift in direction of existing organizational culture. In conducting this research, the Organizational Culture Assessment Instrument (OCAI) was used to assess the condition of the actual company culture and the preferred culture that the company desires to have. It also measures the six dimensions of OCAI and assesses the cultural characteristics of the three samples of tourism service companies in the city of Surakarta. The results of this research show that currently the cultural profile of the three tourism service companies in Solo tends towards a fairly large clan culture pattern and secondly this is followed by a hierarchical culture which also dominates. Meanwhile, the culture that is expected in the next 5 years has shown that the cultural tendencies of hierarchy, adocracy and also the market, considering that in these three patterns of cultural tendencies, considering that the relationship is quite intense and sustainable in accordance with the hierarchical rank levels in each company, will provide greater benefits. intense and certainty in the future of the company regardless of the clan in the three tourism service companies and also some hopes to be increasingly able to compete innovatively by utilizing existing information technology and providing new services to consumers in accordance with what is in the culture adocracy and also culture in the market which is projected for the next 5 years along with a hierarchical culture.

Navigating success: Predicting corporate performance through organizational culture dynamics and governance

In the present era, every organization is anxious to enhance their productivity and performance. The success and sustainability of a business are possible through corporate performance, which helps fulfill organizational goals. The present study examines the effect of organizational culture (mission, involvement, consistency, and adaptability) on corporate performance in Egyptian manufacturing firms. The study is quantitative, and the firework is based on well-known studies like Kwarteng and Aveh (2018), Abukari et al. (2023), and Junca Silva and Pinto (2024). The study employed quantitative methods, where data were collected from employees of Egyptian manufacturing firms due to their consideration as valuable sources of organizational success. Finally, the study utilized 332 valid samples to infer the results. Through analysis of moment structures (AMOS), the path analysis suggests a positive effect of mission, involvement, and adaptability on corporate performance. On the other hand, consistency is a negative predictor of corporate performance in Egyptian manufacturing firms. The study findings would benefit policymakers and planners in enhancing the organizational culture to improve corporate performance, specifically among manufacturing and small and medium-sized enterprise (SME) firms in the developing context.

Exploring Organizational Culture Dynamics in Public Administration: A Case Study of the Greek Ministry of Foreign Affairs

Exploring Organizational Culture Dynamics in Public Administration: A Case Study of the Greek Ministry of Foreign Affairs

Workplace Exclusion Impacts on Knowledge-Sharing via Moderation of Digital Media and Organizational Culture

Technological innovation relies on creating new knowledge and technologies, and the talents who create and share the knowledge are influenced by interpersonal relationships. Therefore, how to use the company’s existing internal resources to solve the issue of interpersonal workplace exclusion and encourage the knowledge-sharing between employees to form a specific cultural dynamism in terms of knowledge sharing, which leads to technological innovations, has become a challenge for enterprises. Through an investigation of the survey conducted in China, this paper aimed to explore the influence mechanism of workplace exclusion on knowledge sharing from resource conservation theory and social exchange theory perspectives. The dual moderation model of this study contained digital media and the dynamics of organizational culture. The research results of this study found that workplace exclusion has a significant negative impact on knowledge sharing while digital media negatively moderates the relationship between workplace exclusion on knowledge sharing. On the other hand, organizational culture dynamics help enhance digital media’s moderating effect on the negative relationship between workplace exclusion and knowledge sharing. This research result indicates that when promoting employees’ knowledge-sharing behavior, the influence of the organizational cultural environment cannot be ignored. With the vibrant dynamics of organizational culture design, the company can promote a free, relaxed and innovative cultural atmosphere, encouraging employees to express their ideas and suggestions freely. That is to say, when employees feel excluded from others and cannot express their views because of being ignored and excluded, the visibility of digital media helps them better express their views and knowledge.

Subtexts of Research on Diversity in Sport Organizations: Queering Intersectional Perspectives

A great deal of research focusing on organizational diversity has explored dynamics that exclude women and minorities from positions of leadership in sport organizations. The relatively little change in diversity in these positions suggests a need to employ ways of engaging in diversity research that do not center on identity categories and primarily focus on practices. Drawing on notions of subtexts and on queer theory, this critical narrative review aims to make visible and to question organizational practices and processes that may contribute to the diversity “problem” within sport organizations. A subtextual analysis of 32 articles published in leading sport management journals reveals how dynamics of organizational culture, such as an uncritical use of the concept of diversity, the invisibility of practices sustaining gender binaries and heteronormativity, and the intersection of heteronormativity and White normativity, contribute to sustaining the status quo in sport organizations. The authors build on these findings to challenge scholars to further explore and address these practices and processes in sport organizations and in their own research by employing queered intersectional approaches.

From Discord to Concord and Back Again (Managing the Formation, Transformation, and Fission of Organizational Culture)

By means of theoretical analysis based on the results of previous research, and the relevant historical and factual material, the author outlines a new theory of formation, transformation, and fission of organizational culture. The mechanism that consolidates organizational culture (selection of “right” persons; adjustment to the common cause; and people’s accommodation with each other), the toolkit for renewing it (involvement of the key bearers of the culture to be introduced; elimination of those inconsistent with it; and translation of the proclaimed values to the “pliant mass” ready to get engaged in changes) as well as the nature of cultural ruptures in organizations and the ways out are brought into relief. The paper promotes a better understanding of the dynamics of organizational culture and gives an access to more efficient instruments to manage it.

TRANSFORMATION OF ORGANIZATIONAL CULTURE IN HIGHER EDUCATION OF SERBIA IN TERMS OF SMART LEARNING ENVIRONMENT

Learning and education in higher education in the conditions of the Fourth Industrial Revolution (Industry 4.0) are experiencing rapid transformation. New technologies, first of all the Internet of Things (IoT), Big Data technology, Virtual and Augmentative reality (VR and AR) and Artificial Intelligence are creating the conditions for radical changes in the learning and education landscape and boost the transition towards the next paradigm of learning and education, presented by smart learning environment. These technologies not only accelerate, facilitate and intensify the learning and education process, but also transform the learning and education process, penetrating the essence of the relationship between the teaching staff and the students and have a far-reaching impact on the role of teachers and the overall organizational culture in higher education institutions. The paper explains the concept, division and dynamics of organizational culture in higher education in Serbia, analyses the smart learning environment, compares the advantages and challenges in relation to e-learning and explains the possible model of smart learning environment from the aspect of interaction with organizational culture at universities. The aim of this paper is to determine the opportunities, challenges and perspectives of a smart learning environment and its impact on organizational culture in higher education institutions.

Exploring Organizational Culture Regarding Provision and Utilization of Palliative Care in a Nigerian Context: An Interpretive Descriptive Study.

Background:Palliative care (PC) continues to be underutilized in Nigeria, but there is a lack of studies that explore organizational cultural dynamics regarding PC in Nigeria. The study aimed to understand the organizational culture in order to identify organizational enablers and inhibitors of the provision and utilization of PC in a Nigerian context.Methods:Identification of the organizational culture was developed using a qualitative interpretive descriptive design. Cultural enablers and inhibitors were mapped out using semi-structured interviews with 38 participants, consisting of medical staff, patients, and their relatives. Thematic analysis was used to identify and analyze patterns within the collected data.Results:Three themes were identified: cross-departmental collaborative practice, financial support practice, and continuity of care. The findings suggest that fundamental cultural changes, such as a policy for intradepartmental referral practices, telemedicine, and a welfare support system, are typically required as remedies for the failure to use PC in Nigeria and other similar contexts.Conclusions:This study offered a new understanding that not revealing deeper shared assumptions, and a shared way of thinking that underpins the PC practice within an organization, will have a negative bearing on organizational PC outcomes.

Enculturation Trajectories and Individual Attainment: An Interactional Language Use Model of Cultural Dynamics in Organizations

Author(s): Srivastava, Sameer B; Goldberg, Amir; Manian, V. Govind; Potts, Christopher | Abstract: How do people adapt to organizational culture and what are the consequences for their outcomes in the organization? These fundamental questions about culture have previously been examined using self-report measures, which are subject to reporting bias, rely on coarse cultural categories defined by researchers, and provide only static snapshots of cultural fit. In contrast, we develop an interactional language use model that overcomes these limitations and opens new avenues for theoretical development about the dynamics of organizational culture. To illustrate the power of this approach, we trace the enculturation trajectories of employees in a mid-sized technology firm based on analyses of 10.24 million internal emails. Our languagebased measure of changing cultural fit: (1) predicts individual attainment; (2) reveals distinct patterns of adaptation for employees who exit voluntarily, exit involuntarily, and remain employed; and (3) demonstrates that rapid early cultural adaptation reduces the risk of involuntary, but not voluntary, exit.

Enculturation Trajectories: Language, Cultural Adaptation, and Individual Outcomes in Organizations

How do people adapt to organizational culture, and what are the consequences for their outcomes in the organization? These fundamental questions about culture have previously been examined using self-report measures, which are subject to reporting bias, rely on coarse cultural categories defined by researchers, and provide only static snapshots of cultural fit. By contrast, we develop an interactional language use model that overcomes these limitations and opens new avenues for theoretical development about the dynamics of organizational culture. We trace the enculturation trajectories of employees in a midsized technology firm based on analyses of 10.24 million internal emails. Our language-based model of changing cultural fit (1) predicts individual attainment; (2) reveals distinct patterns of adaptation for employees who exit voluntarily, exit involuntarily, and remain employed; (3) demonstrates that rapid early cultural adaptation reduces the risk of involuntary, but not voluntary, exit; and (4) finds that a decline in cultural fit for individuals who had successfully enculturated portends voluntary departure. The supplemental material is available at https://doi.org/10.1287/mnsc.2016.2671 . This paper was accepted by Olav Sorenson, organizations.

New Frontiers in Organizational Culture Research: Creating Conceptual Precision to Leverage Big Data

Even though scholars have long been interested in the role organizational culture plays in shaping individual, team, and organizational life, some argue that theory and empirical progress have been...

Dynamics of organizational culture: Individual beliefs vs. social conformity.

The complex nature of organizational culture challenges our ability to infer its underlying dynamics from observational studies. Recent computational studies have adopted a distinctly different view, where plausible mechanisms are proposed to describe a wide range of social phenomena, including the onset and evolution of organizational culture. In this spirit, this work introduces an empirically-grounded, agent-based model which relaxes a set of assumptions that describes past work–(a) omittance of an individual’s strive for achieving cognitive coherence; (b) limited integration of important contextual factors—by utilizing networks of beliefs and incorporating social rank into the dynamics. As a result, we illustrate that: (i) an organization may appear to be increasingly coherent in terms of its organizational culture, yet be composed of individuals with reduced levels of coherence; (ii) the components of social conformity—peer-pressure and social rank—are influential at different aggregation levels.

HR strategy – necessity or fad for business sustainability?

Abstract The present paper pleads for the awareness of HR strategy importance, in terms of proper design and implementation, as they definitely could impede or sustain the development of an organization. By making use of G.VALI, the model of organizational culture dynamics, we look for revealing the impact that (non-)existence of HR strategy, its alignment and coherence could have on the organization success. As proven by human experience, all types of strategies could work and be effective in certain conditions. Even more, no one can say that one strategy is better than other. However, in the same way, there is no guarantee of some strategies success. In this light, the difference lays in the handy and clever interlock of the country specific advantages and firm (-tobe) specific advantages. For achieving this specific aim, vertical (alignment) and horizontal (coherence) integration of each functional strategy must be ensured.

Enculturation Trajectories and Individual Attainment: An Interactional Language Use Model

How do people adapt to organizational culture and what are the consequences for their outcomes in the organization? These fundamental questions about culture have previously been examined using self-report measures, which are subject to reporting bias, rely on coarse cultural categories defined by researchers, and provide only static snapshots of cultural fit. In contrast, we develop an interactional language use model that overcomes these limitations and opens new avenues for theoretical development about the dynamics of organizational culture. To illustrate the power of this approach, we trace the enculturation trajectories of employees in a mid-sized technology firm based on analyses of 10.24 million internal emails. Our language-based measure of changing cultural fit: (1) predicts individual attainment; (2) reveals distinct patterns of adaptation for employees who exit voluntarily, exit involuntarily, and remain employed; and (3) demonstrates that rapid early cultural adaptation reduces the risk of in...

A systemic model of analysis of organizational culture in health care services

Introduction: The aim of this paper is to present the results of a case study carried out in the state of Hidalgo under a systemic model of analysis. This focused the organizational culture of health care services with the main purpose of studying these organizations and to understand their inner and outer dynamics.Method: A case study carried out under qualitative approach with the application of guides of observation, focus groups and iterviews in communitarian health centers, physician’s offices, sanatoriums and hospitals of the state of Hidalgo, MexicoResults: The organizational culture in health care services was classified into 4 subsystems: human, technical-technological, functional–structural and environmental macrosystem.Conclusion: An interrelation among the four subsystems was identified defining the dynamics of organizational culture of health care services in three transactions: interdynamics, intradynamics and outerdynamics.